Nothing
in your performance review should come as a surprise, but if you take
charge of your review and prepare thoroughly, you may be even more
pleasantly surprised with the results.

How
should I prepare for my review?

Q.
My performance review is coming soon, and I would like to learn
more about the do's and don'ts of performance reviews. Any advice
would be greatly appreciated.

A.
The review process is normally broken down into two parts. The first
is spent discussing your overall performance during a defined "performance
period." The second part of the process is how much you will receive
based on your performance.

I always
advise managers that employees should never be surprised by their
review. The purpose of a performance review is just that: to review
an employee's performance. In other words, your manager should summarize
all the conversations you've had regarding your performance, good
or bad.

The
second part of the review is where the manager talks about how you
will be rewarded for your performance. People who meet the general
requirements of the job should expect an average merit increase
of 3 to 5 percent in typical years. However, if your company rewards
you based on how far away you are from the company's midpoint, then
you may receive more than 3 to 5 percent; if your salary is above
the midpoint, you'll receive less.

The
Performance
Self-Test is a free online software tool that helps you evaluate
your own performance in preparation for a performance review. The
Personal Salary
Report includes a worksheet on preparing for a salary negotiation.

Tips
on preparing for a performance review

Do
a self-review. Before you meet with your manager, review your
performance objectives. Make a list of goals you achieved and areas
where you have improved.

Keep
an open mind. Walk into the interview process without preconceived
ideas. Keep in mind that everyone in the company is getting a review,
and the company has finite resources with which to reward you and
your coworkers. Although you may have performed extremely well during
the past year, others may also have done an excellent job. If your
manager says your merit increase will only be a certain amount,
that may be all the company can afford.

It's
all about you. To be professional, it is appropriate to talk
only about your own performance during your review, not that of
your colleagues. Keep the focus on your accomplishments.

Reach
a consensus. Before you talk about your merit increase, make
sure you agree on your overall performance. This is important because
your increase is based on your performance. If you disagree with
your manager's assessment, find information that supports your claims.
It may delay your increase, but at least you know your increase
will be based on accurate information.